Programme Manager Solution Architect SAP SuccessFactors (2 year Contract)

We are looking for an experienced Programme Manager / Solutions Architect on a two-year contract to lead a multicountry optimisation of SAP SuccessFactors Employee Central (EC) and adjacent Talent modules with an integrated Job Architecture workstream and a stepchange in reporting and analytics. The role combines endtoend programme leadership with solution architecture accountabilityowning the target business and data architecture governing upstream/downstream integrations (including recruitment applicant tracking system) and ensuring benefits realisation across 11 countries and three businesses in a professionalservices context. Please note this position will require travel to East and West Africa as part of its responsibilities.

Scope and outcomes

• Stabilise & optimise EC against global/NSE blueprints; reduce manual work improve data quality and harden position management org relationships and core HR processes.
• Embed a practical Job Architecture (levels families roles) aligned with Job Profile Builder (JPB) position management and downstream consumers (Rewards Mobility Finance).
• Industrialise reporting by delivering a centralised peopledata repository and standardised dashboards that integrate Employee Central the recruitment applicant tracking system Compensation Benefits Mobility and Payroll - shifting from spreadsheet extracts to SAP People Analytics / People Stories and SAP Analytics Cloud.
• Rationalise the talent stack decommissioning legacy tools and enabling endtoend flows across onboarding/offboarding performance and engagement.
• Deliver at panAfrica scale enabling regional reporting (East & West Africa) consistent processes and controlled local variance.

Key Responsibilities

Programme leadership

• Own the planofrecord RAID budget vendor management and benefits realisation across multiple releases (incl. hypercare). Coordinate Consulting/Systems Integrator teams and internal enabling areas.
• Govern scope and prioritisation via a clear decision framework; run Design Authorities for process data and integration changes.
• Stakeholder management up to ExCo; translate complex architectural decisions into business outcomes with measurable KPIs (timetohire data quality reporting cycle time etc.).

Solution & data architecture

• Define and maintain the target HR technology architecture with EC as core HR and SmartRecruiters as ATS covering upstream/downstream flows (payroll identity finance DWH/analytics service management).
• Oversee integrations built on the enterprise ESB (e.g. MuleSoft) and supporting platforms (e.g. ServiceNow) to ensure resilient secure and performant interfaces.
• Resolve interface complexities such as employee vs. onboardee masterdata distinctions to prevent leakage into downstream systems.
• Establish architectural standards for metadata reference data and data lineage across HR domains ensuring auditability and regulatory compliance.

Job Architecture enablement

• Lead the design and rollout of job families levels profiles and governance fully integrated with EC (position management) and organisational design processes; align costcentre/reporting relationships with the HRIS.
• Embed operating procedures and ownership models to keep job architecture evergreen and usable by business stakeholders.

Reporting & analytics

• Stand up a centralised peopledata repository and canonical data model integrating EC SmartRecruiters Compensation Benefits Mobility and Payroll for automated reporting and dashboarding.
• Deliver enterprise dashboards using SAP People Stories and SAP Analytics Cloud; codify standard metrics and crosscountry views; enable selfservice analytics and data stewardship.

Change risk & compliance

• Drive orgwide adoption: training communications rolebased security and cutover planning across 11 countries.
• Ensure privacy information security and statutory compliance for each jurisdiction; maintain data retention and audit controls.

Qualifications :

• Bachelors or Masters in Information Systems Engineering HRIS or related discipline.
• SAP SuccessFactors certifications (EC essential; Talent modules advantageous).
• Certification in enterprise architecture (TOGAF) and/or programme management (PgMP/MSP) preferred.

Musthave experience

• 15 years in HR technology delivery with 8 years leading large multicountry programmes in SAP SuccessFactors (EC core) including optimisation or transformation phases.
• Proven Solution Architect for HR platforms with handson design authority across EC SmartRecruiters integrations and adjacent modules (Onboarding Performance/Goals Rewards).
• Track record delivering panregional programmes across Africa or comparable markets coordinating complex stakeholder landscapes and countrylevel variances.
• Deep expertise in reporting/analytics architectures (data models KPI standardisation and SAC/People Stories) moving organisations away from manual Excelbased reporting.
• Demonstrated success integrating Job Architecture with HRIS (JPB position management) organisational design Rewards and downstream processes.

Technical Competencies

• SAP SuccessFactors EC configuration principles; Job Profile Builder; position/org management; rolebased permissions.
• Recruitment Applicant Tracking System EC endtoend data flows payload design and errorhandling; familiarity with employee vs. onboardee patterns.
• Integration patterns via MuleSoft (or equivalent ESB) ServiceNow service processes and connectivity to payroll finance identity and analytics platforms.
• Reporting stack: SAP People Stories / SAP Analytics Cloud semantic models data lineage and stewardship operating models.

Additional Information :

Note: The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive.  Deloitte may ask the employee to carry out additional duties or responsibilities which may fall reasonably within the ambit of the role profile depending on operational requirements.

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• Upfront Payment Requests: Deloitte will never ask for any upfront payment for background checks job training or supplies.
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• Unprofessional Communication: Scammers may communicate in an unprofessional manner. Their messages may be filled with poor grammar and spelling errors. The look and feel may not be consistent with the Deloitte corporate brand.

If youre unsure make direct contact with Deloitte using our official contact details. Be careful not to use any contact details provided in the suspicious job advertisement or email.

At Deloitte we want everyone to feel they can be themselves and to thrive at workin every country in everything we do every day. We aim to create a workplace where everyone is treated fairly and with respect including reasonable accommodation for persons with disabilities.

We are committed to employment equity and building a diverse and inclusive workplace across the African continent. Our recruitment processes are aligned with our Employment Equity Plan and the principles of the Employment Equity Act. Preference may be given to candidates from designated groups.

We actively support the inclusion of people with disabilities and embrace neurodiversity in the workplace. We recognise and value the unique strengths that neurodivergent individuals bring and we are committed to creating an environment where everyone can thrive.

If you require reasonable accommodations in relation to your disability and neurodiverse needs during the recruitment process please let us know. We are happy to make adjustments to suit your individual needs.

Remote Work :

No

Employment Type :

Contract